Publications

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• 📄

  Working Long Hours: a Review of the Evidence

  Volume 1 - Main Report

  Kodz J, Davis S, Lain D, Strebler M, Rick J, Bates P, Cummings J, Meager N | Oct 2003 | Department of Trade and Industry

  Long hours working is more common in the UK than most other countries, but quite similar to the US, Australia and Japan. After a period of long-term decline, the proportion of employees working over 48 hours a week rose through most of the 1990s (though by the early 2000s it had started to decline again). Excessive long hours working is associated with (though not proved to cause) lower productivity, poor work performance, health problems and low employee motivation.

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  Evaluation of Adult Guidance Pilots

  Tyers C, Aston J, Barkworth R, Willison R, Taylor J | Oct 2003 | Department for Education and Skills

  Launched by the DfES in 2001, the Adult Guidance Pilots (AGPs) aimed to offer a seamless information, advice, support, and guidance service to disadvantaged groups, on work and learning opportunities. The AGPs were successful in reaching a wide range of clients, offering services tailored to clients needs, and extended support where required. This resulted in many clients taking significant steps towards further learning, gaining new skills, and gaining employment. The evidence suggested that the impact of AGP provision was particularly marked in relation to clients with learning difficulties/disabilities, asylum seekers and refugees, those with low qualification levels, and those with needs for low or basic skills. Some important lessons emerged from the pilots, particularly in relation to the nature of the target groups, clarity of information around what providers can realistically offer, and the importance of flexibility in provision.

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  Your Graduates and You

  Effective Strategies for Graduate Recruitment and Development

  Connor H, Hirsh W, Barber L | Sep 2003 | Institute for Employment Studies

  This research examines how employers' graduate strategies are changing in the light of recent business, labour market and other changes. It identifies three main drivers of a good strategy: clarity of strategic intention for recruiting graduates; appropriate internal organisational arrangements, in particular the degree to which there needs to be corporate involvement; and providing varying amounts of planned, structured development to meet different business and graduate needs.

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  Evaluation of Learner Support Funds

  Final Report 2003

  Dewson S, Tyers C, Pollard E, Bates P | Sep 2003 | Department for Education and Skills

  This publication is no longer available. To increase participation and achievement in post-16 education and training, the government introduced reforms that extended opportunities, raised standards and made learning more attractive. The initiatives included new forms of support for learners but continued to rely on the Learner Support Funds to help individuals facing financial hardship. This evaluation report shows that the Learner Support Funds were providing an effective and sensitive response to learners' needs.

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  Workforce Planning: The Wider Context

  A literature review

  Sinclair A, Robinson D | Jul 2003 | Employers' Organisation for Local Government

  This review was part of the Employers' Organisation for local government project to support local authorities through the Comprehensive Performance Assessment. The main purpose of the report was to summarise research and literature primarily outside local government. Academic literature, practitioner literature and case studies were drawn upon to illustrate the context of workforce planning: its history, who uses it and why.

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  The Making of a Cybertariat

  Virtual Work in a Real World

  Huws U | Jul 2003 | Monthly Review Press

  The workplace has been changed in recent decades by the rise of digital technologies. Parts of a single labour process can be moved around the world, with implications not only for individual workplaces or firms, but for the working class as a whole. Huws' Making of a Cybertariat examines this process from a number of perspectives. It focuses especially on women in the workplace and at home. It examines changing categories of employment, and modes of organisation.

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  Competency-Based Pay

  Neathey F, Reilly P | Jul 2003 | Institute for Employment Studies

  This paper describes the use of competencies in reward systems and highlights both the attractions of such an approach and the potential problems and pitfalls that may have contributed to its limited application.

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  eHR: An Introduction

  Kettley P, Reilly P | Jun 2003 | Institute for Employment Studies

  This report provides an introduction to the rapidly evolving field of eHR. It is an introductory guide to the concept of eHR and its implications for HR management. The report locates the differing models of eHR, as currently used by employers, within the wider context of HR strategy, and highlights a few of the unresolved challenges. Along the way it focuses on some of the practical demands of implementing eHR, as encountered by major UK employing organisations. Based largely on discussions with HR professionals and a review of the relevant literature, it sets out to give a feel for what eHR is all about, and to examine some of the lessons that can be learned.

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  Ready, SET Go: A Review of SET Study and Career Choices

  Pollard E, Jagger N, Perryman S, Van Gent M, Mann K | Jun 2003 | Engineering Technology Board

  Guided by its expert advisory Education Panel, the Engineering Technology Board and its research partners have addressed concerns over the declining number of students pursuing a career in science, engineering and technology (SET) and identifying the points at which talented individuals are deterred from starting or continuing down that path. This report by IES explores the role of career services in making SET more appealing, especially to women. This publication is no longer available.

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  Implementation of the Working Time Regulations

  Follow-up study

  Neathey F | Jun 2003 | Department of Trade and Industry

  In 1999 and 2000, research was conducted to explore how organisations had adapted to the Working Time Regulations (WTR) which came into effect in October 1998, and to examine their impact at workplace level. The current study explored developments in application of the WTR over the three years since the original research. It also reviewed the impact of recent and forthcoming changes to the Regulations in respect of: young workers; holiday entitlement; night-work calculations and sectors previously excluded from the WTR.